W. Garnett & Associates: Human Capital Management Solutions » Harassment

Study Shows Workplace Harassment on the Rise

wgarnett — Sat, 09 Apr 2011 16:49:21 +0000

Study shows workplace harassment on the rise. If you experience being belittled in front of others or are made to look bad, you are being humiliated and your dignity is being assailed. Being interrupted or cut off while speaking, being sworn at are signs of abuse at work. If co-workers are sabotaging your work, undermining your efforts or being uncooperative, they are trying to make you look unprofessional or incompetent at work.

Link to article

W. Garnett & Associates
Human Capital Management
1-303-658-9342

Employment Discrimination and Anti-harassment Laws – What Small and Medium Business Owners Needs to know

wgarnett — Mon, 20 Sep 2010 13:49:30 +0000

small business owners are often unaware that apply to employment discrimination laws for them. Since such operators are usually not the luxury of large human resources departments or in-house counsel, such companies are often in the dark about their obligations under these laws caught. All employers that have 15 or more employees with Title VII of the Civil Rights Act of 1964 (“Title VII”) and the Americans with Disabilities Act (“ADA”) at the latest. Employers with 20 or more employees must also with the provisions of the Age Discrimination in Employment Act (the latest “ADEA”). What do these laws require? They demand that you not discriminate against employees on the basis of the employee’s age, disability, sex, race, color, national origin or religion.

http://www.electjudgejudy.com/what-small-and-medium-business-owners-need-to-know-to-comply-with-employment-discrimination-and-anti-harassment-laws.htm

Sexual Harassment and Non-Employees – Employers Beware

wgarnett — Sun, 27 Jun 2010 14:53:46 +0000

Does employers have liability for harassment by non employees in their workplace? May be if they should have known.

Link to article

W. Garnett & Associates
Human Capital Management
1-888-884-3910

Sexual Harassment Claims Can Be Prevented

wgarnett — Tue, 08 Jun 2010 14:22:54 +0000

Workplace policies and training can prevent sex harassment claims. For example, the University of Texas Medical Branch at Galveston recently settled a case in which a male practice manager alleged that he had been sexually harassed by his female boss, and had been demoted when he complained. Due to a confidentiality agreement, none of the involved parties could comment.

Link to article

W. Garnett & Associates
Human Capital Management
1-888-884-3910

Risks Still Abound In The Sexual Harassment Arena

wgarnett — Sun, 28 Mar 2010 15:53:43 +0000

According to the Equal Employment Opportunity Commission (EEOC), Sexual Harassment is defined as, “Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment.”

Link to article

W. Garnett & Associates
Human Capital Management
1-888-884-3910

Sexual Harassment Liability, Seven Steps to Avoid

wgarnett — Sat, 27 Feb 2010 17:48:49 +0000

The United States Supreme Courts landmark 1998 decision makes clear that employers preventive and remedial actions are crucial to the question of liability,” says business-training expert Myron Curry, president of BusinessTrainingMedia.com. The decision says the purpose of sexual harassment laws is not for courts to intervene between employers and employees, but rather to encourage employers to themselves take steps to prevent sexual harassment and remedy it if it occurs.” Curry suggests that if employers take these seven simple actions, they can greatly reduce their organizations sexual harassment liability exposure.

Link to the article

W. Garnett & Associate
Human Capital Management
1-888-884-3910

A Better Way To Handle Discrimination and Harassment Complaints?

wgarnett — Sun, 14 Feb 2010 16:01:25 +0000

What’s on the arisen for workplace Discrimination and Harassment? Most states have laws that the Equal Opportunities argue that people pass through the prohibition of discrimination. Equal employment opportunity, the people a chance to succeed. It is a principle that the fundamental principle of justice expresses.

Link to the article.

W. Garnett & Associates
Human Capital Management
1-888-884-3910

Employers, Keep Your Resolutions

wgarnett — Mon, 01 Feb 2010 04:06:43 +0000

Q: As a business owner, I am wondering if there are employment practices I should review at the beginning of the year. Is there anything you recommend?

A: As we mentioned last week, it is a good idea to evaluate your workplace practices at the start of each year to ensure that you are in compliance with the law.

Link to the full article below.

http://www.montereyherald.com/jacquelinemcmanus/ci_14198383?nclick_check=1

W. Garnett & Associates

Human Capital Management

1-888-884-3910

Sexual Harassment as Significant Workplace Problem As Indicated By EEOC Stats

wgarnett — Sun, 29 Nov 2009 17:03:33 +0000

One more workplace area violation you have to be aware. Sexual harassment laws are not gender specific and limited to females. The statistics show that although females continue to suffer the lion’s share, nearly 16% of all the claims filed were filed by males. The problems with sexual harassment in the workplace continue to cost companies and individuals substantial time, money and resources.

You can read the full article linked below.

http://www.tennesseeemploymentlawyerblog.com/2009/10/eeoc_statistics_show_sexual_ha.html

W. Garnett & Associates

Human Capital Management

1-888-884-3910

Managers and Supervisors Have a Responsibility to Resolve it or Report it

wgarnett — Mon, 16 Nov 2009 22:38:02 +0000

Supervisors and managers have a responsibility to the employee base. In the eyes of the law, the supervisor is the employer. If an employee informs their supervisor (or any manager) of a complaint around discrimination, harassment or retaliation, the courts consider this to be notice, and the clock (so to speak) starts ticking. Report to HR all reports of discrimination, harassment or retaliation, even if the employee requests the complaint be confidential, or asks that the complaint not be reported to HR, or if it appears as though the complaint is not genuine.

Read the full article linked below.

http://www.examiner.com/x-26967-SF-Workplace-Issues-Examiner~y2009m11d11-Resolve-it-or-report-it

W. Garnett & Associates

Human Capital Management

www.wgarnett.com

1-888-884-3910